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Every employee has a contract of employment and such a contract always exists between an employer and an employee – whether it is a written contract or a verbal agreement. If your employment contract is verbal, your employer may have breached employment legislation as, although there is no legal requirement to provide a written contract of employment under s1 of the Employment Rights Act 1996, all employees are entitled to receive a statement of the terms of their employment.

The more control an employer can give to a solicitor in the early stages of the recruitment process the better – from the wording of a job advertisement through to the final offer letter.

A variety of factors need to be considered in order to draft an employment contract that is appropriate for both the employer and employee, including matters such as the employee’s duties, the flexibility of operations and any rights to vary the contract.

Many employees in the UK have never seen their written employment contract, meaning the scope for misunderstanding or misinterpreting the specifics of their contract is considerable.

At Kew Law we can provide expert advice on employment contracts for both employers and employees. Employment law is constantly changing and therefore it is essential to keep up to date with the latest regulations.

Employment contracts

Our expert team of employment law solicitors can provide you with expert legal advice for any issues you may be facing with a new or existing contract of employment. We can also assist you in negotiating more advantageous terms for your contract, where appropriate.

At Kew Law we have the experience and the expertise to best advise you on all aspects of an employment contract including points such as:

  • Does the employer wish to hire an employee, or would an independent contract be better suited to the needs of the business?
  • If an employee is needed, what is the exact job description and what degree of flexibility do you want from the post?
  • Is the job advertisement, appointment or promotion in any way discriminatory?
  • What are the needs of the business in terms of working patterns, e.g. shift work, job sharing, overtime, mobility clauses?
  • Is there a special need to protect business secrets, e.g., by use of confidentiality or restraint of trade clauses?
  • What does the client want in terms of disciplinary and dismissal procedures?

Employment contract disputes

We also act on your behalf if any employment contract disputes arise, such as:

  • The terms of a contract are unclear
  • The terms of an employment contract are breached
  • An employer wants to change the terms of a contract

Contact us for an initial discussion or to make an appointment with an employment law solicitor. Call us on 0333 322 1000 or 0800 987 8156.

Solicitors in: Solicitors in South Woodham Ferrers, Solicitors in Sudbury, Solicitors in Halstead, Solicitors in Hadleigh, Solicitors in Chelmsford, Solicitors in Burnham on Crouch, Solicitors in Witham, Solicitors in Wickford, Solicitors in Maldon, Solicitors in Colchester, Solicitors in Braintree and Solicitors in Rayleigh

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